Build global teams, Faster, Smarter. From India

Top Indian engineers, designers and PMs, ready to plug into your startup without relocation delays.

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What We Do

Talent Acquisition

Hire senior ICs, PMs, data scientists and AI engineers.

Benefits:

1

Senior-level sourcing & vetting

2

Role-specific salary benchmarks

3

Faster time-to-hire vs. external market

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Talent Acquisition

Local payroll & compliance made simple

We handle statutory payroll, benefits, onboarding, and continuous local HR support so your team feels local without a local entity.

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Source & Vet

Seamless, India-native benefits & payroll.

Assign HR & onboarding

Complete HR support and seamless onboarding process.

Continuous local support

Ongoing local HR support for your team.

Scale and optimize

Scale your operations and optimize your processes.

How it works

Source & Vet

Source & Vet

Deep screening, coding challenges, portfolio reviews and live interviews to ensure senior-level matches.

Match & Onboard

Match & Onboard

We hand off a curated shortlist, manage contracts/NDAs, and run a smooth client handover.

Operate & Scale

Operate & Scale

Weekly syncs, local payroll & compliance, and performance reporting so teams keep shipping.

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Talent Sourcing Outputs

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Frequently Asked Questions

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Built from real hiring, employment, and compliance work

Patterns observed across talent acquisition, PEO, and employer-of-record engagements.

1
Talent Acquisition (Quality & Speed)

What hiring teams consistently saw

Shortlists formed faster because candidate profiles were already structured around role requirements — not raw CVs.

Observed across technical, operations, and business roles in early-stage and growing companies.

2
Talent Acquisition (Signal Over Noise)

What reduced screening effort

Teams reviewed fewer profiles overall, but spent more time on the right candidates.

Repeated across roles where high application volume typically creates screening fatigue.

3
PEO (Payroll & HR Operations)

What simplified ongoing employment

Once hires were made, employment details were already organized — reducing back-and-forth during payroll setup and HR onboarding.

Seen across engagements involving multi-role teams and growing headcount.

4
Employer of Record (Cross-Border Compliance)

What lowered compliance friction

Employment setup was smoother when role scope, compensation expectations, and location data were clear from the start.

Observed in cross-border hires where misalignment typically causes delays or rework.

5
End-to-End Hiring to Employment

What connected the full lifecycle

Teams avoided resetting data between hiring and employment. The same structured information carried through recruitment, onboarding, and ongoing employment.

Consistent pattern across engagements combining talent acquisition with PEO or EOR services.

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